Kompenzacija i sistemi nagrađivanja
Three of a firm’s most important HRM functions are to attract and retain employees with appropriate skills and abilities, to match employees to the right positions, and to align employees’ objectives with those of the firm (i.e. to motivate them). Compensation affects each of these objectives in important and complex ways, and is therefore a critical area for managers to understand. This seminar briefly outlines some of the major considerations in evaluating a firm’s compensation system.
Designing a firm’s compensation system is no easy matter. The compensation system not only influences all of the firm’s HRM objectives, but it affects and must be integrated with the firm’s culture and strategy. Compensation has a large impact on the quality and type of labor force the company attracts and retains. It can also be used to reward training investments that employees make. Finally, compensation is a powerful motivator. Like all powerful tools, it must be handled with care. If designed poorly, without consideration for how employees will react to and interpret the appraisal and reward process, it can lead to poor motivation and discouraged employees. A well designed compensation system, in which all of its effects are coordinated, can reap large benefits. Managers need to take care in designing the compensation system, because avoiding the issues examined above does not make them go away; it simply means that the compensation system generates incentives and other effects that were not considered.
You will benefit from learning about:
The Level of Compensation
The Composition of the Pay Package
The Relationship Between Pay and Performance